Workplace bullying in Australia is a growing concern, mirroring global trends and raising significant concerns for employers and employees.
Christine Porath, who has been researching incivility in the workplace for almost three decades, defines it as “seemingly inconsequential inconsiderate words and deeds that violate accepted norms of workplace conduct.” This definition includes the small, slightly rude acts that we all experience and sometimes perpetrate – such as eye rolls, sarcasm, harsh words, and snappiness. While this definition is broader than the legal definition of bullying, many of the behaviours can either be a backdrop to bullying occurring or actually be bullying.
The Escalating Issue
Porath’s studies have revealed a disturbing trend. In 1998, about 25% of people reported experiencing regular rudeness at work. This number nearly doubled to almost 50% by 2005, and by 2022, it soared to over 75%. This alarming pattern indicates that workplace incivility is not just a fleeting issue but a growing concern that demands attention.
In Australia, workplace bullying has been recognised as a significant problem, affecting the mental and physical health of employees and impacting overall productivity and morale. Workplace bullying is defined as repeated and unreasonable behaviour directed towards an employee or group of employees that creates a risk to health and safety. This includes not only overt acts of aggression but also some of the subtle, insidious behaviours that Porath describes.
The Impact of Bullying
The effects of workplace rudeness and bullying are profound and far-reaching. Victims often experience stress, anxiety, depression, and a host of physical symptoms such as headaches and sleep disturbances. These health issues can lead to increased absenteeism, lower productivity, and higher turnover rates, ultimately affecting business profitability.
A toxic work environment can also affect an organisation’s reputation, making it difficult to attract and retain top talent. In a competitive job market, companies cannot afford to ignore the detrimental effects of bullying and incivility.
Contributing Factors
Increased work pressure, the cost-of-living crisis, and the rapid pace of technological change create stressful conditions that can fuel bullying and incivility.
The shift towards remote and hybrid work models, while offering flexibility, has also created less real contact, more emails and virtual meetings which can lead to misunderstandings and conflicts.
Furthermore, a lack of effective leadership and poor organisational culture can perpetuate bullying behaviours. When managers and leaders fail to model respectful conduct or address issues promptly, it sends a message that such behaviours are acceptable.
Addressing the Issue
To combat workplace incivility and bullying, it is crucial for organisations to take a proactive approach. Here are some practical suggestions:
- Respectful Culture: Establishing a culture of respect involves setting clear expectations for behaviour, providing relevant training, promoting empathy and understanding.
- Policies and Procedures: Clear policies and procedures should include reporting mechanisms, prompt investigation of complaints, and appropriate disciplinary actions.
- Training and Education: It is now mandatory to conduct training sessions for all staff on unlawful workplace behaviours in accordance with the Positive Duty in the Respect at Work Act.
- Leadership Training: Training leaders and managers to recognise and address bullying is crucial. Effective leadership can set the tone for the entire organisation and ensure that respectful behaviour is the norm.
- Supporting Victims: Providing support for victims can include access to counselling services, employee assistance programs, and ensuring that victims feel heard and validated.
- Regular Assessments: Regular reviews of workplace culture and employee wellbeing can help identify issues early and to enable corrective action before problems escalate.
The rise of unlawful workplace behaviours in Australia is a worrying trend. As Christine Porath’s research highlights, incivility and bullying are on the rise globally, and Australia is no exception.
By taking proactive steps to create a safe and respectful work environment, organisations can mitigate the negative impacts of bullying and foster a culture where everyone can thrive. It’s better for people and business.
At EEO Specialists, we help organisations manage unlawful workplace behaviours with a comprehensive wraparound service. This includes developing legally sound policy and procedure documents, facilitating engaging training (both in-person and online), and providing ongoing support via our complimentary EEO Compliance Hub which provides valuable resources like a Risk Audit Tool, legislative overview, toolbox talks, training summaries, fact sheets, videos and more.
Contact me if you would like to have a confidential chat about workplace behaviour training and compliance.
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The author, Franca Sala Tenna, is a lawyer and acknowledged workplace behaviour and compliance expert. She is also the Founder & Director of EEO Specialists, and Online Compliance Training.